Owing to the nature of police work, officers and staff often feel the need to declare their pregnancy earlier than in less active careers. This can lead to early miscarriages becoming common knowledge, making the workplace difficult for privacy. High levels of miscarriage necessitate easily accessible and understandable policy and guidance for line managers to support their workforce effectively.
Key statistics about pregnancy and loss in the UK
- 712,680 births were registered in 2019 (640,370 England and Wales; 49,863 Scotland; 22,447 Northern Ireland)
- There were 2,763 stillbirths in 2019 (2,522 England and Wales; 174 Scotland; 67 Northern Ireland)
- Approximately 60,000 babies were born prematurely in 2019
- An estimated 1 in 5 pregnancies ended in miscarriage (1 in 8 if we only count those who realised/ reported the miscarriage)
- Estimates suggest there are 250,000 miscarriages every year in the UK, and around 11,000 emergency admissions for ectopic pregnancies. (This means the pregnancy is developing outside the womb – most often in one of the Fallopian tubes. This condition is potentially life-threatening for the mother / pregnant person / birthing parent, and, with exceedingly rare exceptions, the pregnancy cannot survive).
- There were 2,131 neonatal deaths in 2019
- Most miscarriages occur at the start of pregnancy
- The overall probability of a pregnancy ending in miscarriage in the UK is: 25% at four weeks; 5% at eight weeks; 1.7% at 12 weeks; and 0.5% at 16 weeks. More than 80% of miscarriages occur within the first 12 weeks of pregnancy.
- Most miscarriages happen in the first three months of pregnancy – but they can happen up to the 24th week. Pregnancy loss from 24 weeks is known as stillbirth.
- One in 600 pregnancies is a molar pregnancy. The pregnancy cannot survive and specialist follow- up treatment will be required. (A molar pregnancy is an abnormality of the placenta, caused by a problem when the egg and sperm join together at fertilisation).
A woman who begins to miscarry at work may have one or more of these symptoms:
- Bleeding, which may be very heavy
- Abdominal pain, which may be severe
- Faintness and even collapse; this is most likely with an ‘ectopic’ pregnancy – a life-threatening condition where an embryo starts to grow outside the womb.
In contrast, some individuals have no symptoms at all and only find out their unborn babies have died at a routine antenatal appointment (silent miscarriage). In such cases the actual miscarriage may be delayed for days or even weeks.
A woman who starts to miscarry at work is likely to be distressed, frightened and may feel embarrassed. They will need privacy, support, and access to a toilet, and may appreciate help in getting home or to hospital. If they are very unwell an ambulance may be needed.
Sometimes miscarriage happens at home, but very often treatment is required in hospital. Sometimes surgery is needed, especially in cases of ectopic pregnancy. Those who suffer a miscarriage are usually physically unwell for some time after miscarriage and pain and bleeding can continue for several weeks. Full physical recovery can take anything from days to weeks, even after an early miscarriage. It is likely to take longer after late miscarriage or ectopic pregnancy.
How miscarriage and still-birth affects women and their partners
The emotional impact of miscarriage and still-birth varies enormously for every individual affected. It is always unpleasant, but it can be devastating.
Some people move on quickly from their initial sadness and regret, while others experience intense grief that continues for weeks or months. Some cope well at the time but become distressed days or weeks later. People affected by recurrent miscarriages or still-birth often suffer long-term emotional stress. Many people who have lost a baby find it hard to work with those who are pregnant or to celebrate someone else’s new baby.
Following a miscarriage or the loss of a baby, individuals may need time away from the workplace to recover both physically and emotionally. The timeframes for this will vary dependent on the individual and their particular circumstances.
Most people will need at least several days’ sick leave after suffering a miscarriage, but others take longer to recover both physically and emotionally and will need to be signed off work by their doctors.
Those whose partners have miscarried may need compassionate leave, either for themselves or to allow them to care for their partners. Forces are encouraged to support individuals and/ or their partners as much as possible during such difficult circumstances.
If an individual experiences miscarriage between 1 and 24 weeks of pregnancy, they are eligible to receive statutory and occupational sick pay entitlements.
If an individual experiences stillbirth after 24 weeks of pregnancy, or the baby is born alive at any time during pregnancy but does not survive, they are eligible to receive full statutory and occupational maternity leave and pay entitlements.
Parental Bereavement Leave gives all police officers and staff who suffer a stillbirth after 24 weeks of pregnancy, or lose a child under the age of 18, an additional two weeks leave on top of any other leave entitlements (without seeking authorisation) to grieve, celebrate, or just cope as fits for them. The leave is available to a parent as well as their partner. The leave can be taken as either a single block of two weeks, or as two separate weeks taken at different times, at any time within the period of 56 weeks after the loss.
Notification must be given to the individual’s line manager, but this can be informal such as a phone call, it doesn’t need to be in writing. Within 56 days (8 weeks) of the loss the leave can be taken straight away. If it is more than 56 days after the loss, one week’s notice to take leave is required, or as soon as is practicable in either case. Local force policies will make provision for bereavement leave and related pay however it is recommended that all parents (officers and staff) should be entitled to receive their full normal pay for this leave (the statutory pay element for parental leave will be offset against this). It should be stressed that parental bereavement leave is in addition to, and not instead of, any other leave entitlements appropriate in these circumstances including time off for dependents (which can be used to deal with immediate circumstances, and, for example, make funeral arrangements), compassionate leave, or any other type of parental leave or annual leave.
Force should note that parents and/or their partner may also require a period of sickness absence, depending on their circumstances, relating to the loss.
The Equality Act 2010 provides protection against discrimination on the grounds of pregnancy for a protected period of two weeks from the end of a pregnancy for individuals who are not entitled to maternity leave.
Consideration should be given to requests for flexible working or working from home. Individuals must not be asked to take annual leave or TOIL to cover this absence.
Forces should consider a baby loss support group that is made up of staff that can support an individual and/ or their partner during or after a miscarriage or the loss of a baby.
Miscarriage and baby loss support staff can:
- Provide proactive support to any individual and/ or their partner who has experienced a miscarriage or the loss of a baby, maintaining confidentiality at all times.
- Provide initial and ongoing support, information and advice to individuals, partners, and line managers.
- Contact managers and senior managers to advise them of their responsibilities and to provide them with advice regarding the ways in which they can support their member of staff, maintaining confidentiality at all times.
- Provide relevant and appropriate signposting to anyone who is experiencing or has experienced a miscarriage or the loss of a baby.
How a line manager can provide support
The most important thing you can do is to acknowledge what has happened. It doesn’t have to be anything complicated or profound.
“I’m sorry for your loss.”
“I’m not sure what to do or say but I am here, and I am so sorry.”
“This must be really hard, I’m so sorry.”
“Please let me know if there is anything you need.”
“I’ve been thinking about you – you’re in my thoughts.”
“I’m here if you ever need to talk.”
What it usually doesn’t help to say
These are some things you might think would help – but usually don’t. They are usually things that try to look on the bright side or start with ‘at least’. Most people feel this diminishes the importance of their loss. Avoid saying things like:
- “You can always try again.”
- “At least it was early on.”
- “At least you can get pregnant.”
- “It was probably for the best.”
- “Everything happens for a reason.”
It will be helpful for the line manager to maintain appropriate contact with the individual and/ or their partner during time away from the workplace. The frequency of contact and how this will be conducted should be agreed with, and led by, the individual.
Such discussions may include:
- Wellbeing/ welfare and support requirements
- Occupational Health referral
- Signposting to support that is available
- Options for time away from the workplace
The line manager should check that sickness/ other time away from the workplace records are accurately recorded/ updated on the relevant systems to ensure pay records are appropriately maintained during the individual’s absence. Forces should also consider whether the recording mechanism can adequately maintain confidentiality.
Returning to work
When the individual, advises that they are ready to return to work, and prior to the individual’s actual return to the workplace, the line manager should meet with individual to discuss their pending return and to complete a risk assessment, if appropriate.
The meeting should be conducted sensitively and in private. The discussion should include:
- Wellbeing/ welfare
- If the individual wishes to keep the matter confidential or to share with colleagues and if so, how they wish this to take place
- Completion of a risk assessment as appropriate
- Any support that the individual may need such as reasonable adjustments, a referral to Occupational Health, access to the Employee Support Line or the online wellbeing resources via Occupational Health and the Chaplaincy services
- Details of the miscarriage and baby loss support officers for the individual to access if they wish to
- Whether all statement of fitness for work certificates have been provided if appropriate
- Whether they are likely to require any further time away from the workplace
- Any relevant work updates
If the end date and reason for a period of sickness or other absence has not previously been recorded, you must record this information immediately following the return-to-work interview. Failure to do this may result in an incorrect payment to the individual.
The line manager should continue to support the individual and/ or their partner in the coming weeks as agreed by all parties. The line manager should be conscious of any signs that the individual may not be coping and to discuss this sensitively with the individual where possible.
The difficulty with implementing policy in this space is the need for flexibility, and a recognition of the individual circumstances and impact around each loss. It is therefore imperative that senior oversight of the application of policy across a force area is clear and present.
Best practice includes:
Use of HR Single Point Of Contacts (SPOC) in order to advise line managers, staff and officers – but also to provide a degree of consistency and monitor uptake of provisions discussed.
- Detailed guidance documents.
- Advice on where to find additional support and assistance – both internally and within the charitable sector.
- Inclusion of baby loss and parenting discussions at senior equality and diversity meetings.
- Regular re-assessment of policy to ensure it still meets the needs of the organisation.
- Mention in supervisor training at Sergeant and Inspector/ staff equivalent level.
- Use of peer support/advocacy groups and/or staff associations/trade unions.
Link to resources
For more information, check out the resources below.